Employee Assistance Programs (EAP) – are they a good investment?

Stress, depression, and burnout have become more prominent over the last couple of years. With millions of Canadians struggling, it’s clear why close to 75% of disability incidence is related to mental health.

Companies lose billions of dollars every year due to productivity losses, and as a result, there has been a large uptake in implementing Employee Assistance Programs (EAPs) to help support employees and their families. Supporting employees’ mental and physical health is paramount in maintaining higher levels of productivity for any organization, however, implementing the right program requires a budget and proper planning. This article will evaluate whether an EAP is worth the investment, and how employee wellness should be at the core of every organization.

An EAP is a workplace wellness program that helps employees in times of crisis, whether personal or work-related. These types of programs help employees to overcome several issues, including financial, physical, and mental health.

Employee Assistance Programs can vary between providers. Although they are often considered a mental health consulting program, they can help employees preserve a work-life balance (e.g., legal advice, nutrition counselling, etc.). It should be noted that these services are generally available for each member of an employee’s family, including spouses and children; however, some programs are geared toward employees only.

Recent studies have shown a significant increase in work-related stress. In the Canadian Social Survey (CSS), about 25% of working Canadians report experiencing stress, and 60% of those relate their stress to work. In addition to exhaustion and apathy, ongoing stress can lead to psychological burnout and a lack of productivity. A properly communicated wellness campaign with an Employee Assistance Program at the center can help prevent employee stress and reduce the risk of disability.

Personal matters can distract employees at the workplace, and can oftentimes lead to stress, anxiety, burnout, or even accidents while operating machinery on the job. Productivity is no longer just a function of time applied to the work, but the quality of the work that is output by an employee. When personal matters are affecting their day-to-day, inevitably, their work isn’t at 100%. According to a recent study, a properly managed EAP can help reduce mental health-related sick leaves by 33% and the risk of work-related accidents by 65%. The cost to implement an EAP is minimal, and there is a positive correlation between an employee’s level of productivity and their physical and mental well-being.

EAPs provide employers with an amazing opportunity to gain a great return on investment. With employees focusing on their well-being (both physical and mental), there is less of a need for medications or specialist treatments, which in turn can reduce an organization’s overall healthcare costs. Approximately 75% of short-term disability claims in Canada are caused by mental health issues, according to new stats. Mental health issues can have a serious impact on a group benefits plan when left unchecked.

Employees are always looking for new and exciting benefits and adding an EAP into the mix can get employees fired up about their benefits plan. Employees tend to be more engaged with their benefits when their employer cares about overall well-being.

Employees are more likely to be happy, attentive, and motivated to work when their work environment is positive. People experiencing high-stress levels at work may be defensive, argumentative, and less communicative. Providing support and an outlet for employees to discuss their issues privately and at their leisure, can help transform the overall culture in the workplace.

With the help of an EAP, employers can provide their employees with the right tools to focus on their mental and physical well-being. A healthy workforce is a productive workforce, and the ROI is immeasurable!